From resistance to resilience: A data-driven approach to PMO success 

Introduction 

Digital transformation is about more than just adopting new technologies, its success hinges on cultural acceptance, leadership alignment, and operational adaptability. 

Despite the clear advantages of automation and governance tools, many project management offices (PMOs) struggle with employee pushback, leadership scepticism, and hesitancy in adopting digital workflows. Research confirms these challenges: 

• 70% of change initiatives fail due to resistance and lack of leadership alignment, not technology gaps (McKinsey & Company, 2023).¹ 

• While 96% of organisations are undergoing transformations, only 47% expect to realise sustainable value, largely due to change resistance (KPMG, 2022).² 

During a recent engagement, we faced significant hurdles in transitioning to a digital-first operating model. Legacy workflows, leadership hesitancy, and automation concerns threatened momentum. To counteract these barriers, we implemented a data-driven PMO maturity assessment that identified roadblocks, refined governance structures and mapped a clear roadmap for long-term success. 

In this blog, we’ll explore how a structured, insight-led assessment approach helped navigate resistance, align stakeholders and lay the foundation for a future-ready PMO. 

Understanding the Barriers to Change 

Resistance to change is one of the biggest hurdles in PMO maturity, often underestimated in digital transformation initiatives. It manifests in multiple forms, ranging from passive hesitation to direct opposition. In our engagement, resistance stemmed from several key factors: 

• Legacy systems and entrenched processes – Employees were comfortable with familiar workflows and hesitant to adopt new digital methodologies. 

• Upskilling friction – New systems disrupted familiar routines, creating friction among employees who preferred established ways of working. 

• Job security concerns – Automation raised concerns that digital transformation could replace existing roles, increasing anxiety among staff. 

• Leadership scepticism – Senior leadership questioned the tangible return on investment (ROI) of transitioning to a digital platform. 

• Lack of clear communication – Without a structured change management strategy, employees and leadership were unclear about objectives, leading to uncertainty and hesitancy. 

These challenges hindered progress, reduced efficiency, and constrained the PMO’s ability to promote and implement the change. Understanding and quantifying these concerns was the first step toward creating a sustainable transformation model. 

The Solution: A Data-Driven Approach to PMO Maturity Assessment 

To overcome resistance and move beyond assumptions, we adopted a three-phase, data-driven maturity assessment. 

1. Discovery workshops: Engaged leaders, employees and IT teams to uncover pain points. 

2. Data-driven analysis: Leveraged D6’s proprietary tool to benchmark PMO performance. 

3. Results playback: Delivered a clear, actionable roadmap for overcoming barriers and sustaining transformation. 

Our assessment approach presented below: 

Phase 1: Discovery workshops – Identifying resistance points 

Before recommending solutions, we focused on understanding shareholder perspectives across the organisation: 

• Leaders and executives highlighted strategic goals and concerns about measurable business impact. 

• Employees expressed concerns about workflow disruptions, training expectations, and job security. 

• IT governance teams identified technical bottlenecks that restrict digital adoption. 

Key takeaways included: 

• Organisational silos were preventing smooth collaboration and slowing unified adoption. 

• Previous failed transformation efforts led to fatigue and scepticism. 

• Leadership lacked a structured framework to measure digital transformation benefits. 

Phase 2: Data-driven assessment – Quantifying change barriers 

Qualitative feedback alone is vulnerable to bias and misinterpretation. To ensure objective analysis, we integrated measurable data using D6’s proprietary tool to quantify the PMO’s maturity level and diagnose change resistance. Our assessment methodology leveraged: 

1. Employee sentiment analysis: Internal surveys measured change readiness and identified resistance trends. Engagement metrics provided insights on digital adoption willingness. 

2. Industry benchmarking: Compared current PMO maturity against leading practices to identify gaps in governance and execution. 

3. Resourcing and productivity: Analysed resource usage before and after digital transformation to identify inefficiencies and opportunities for automation. 

These insights translated abstract concerns into actionable insights, enabling leadership to make informed, data-driven decisions. 

Phase 3: Results playback – A sustainable roadmap for change 

With resistance clearly mapped, we designed an implementation roadmap aligned to business goals and stakeholder needs. 

Key initiatives: 

• Strengthening PMO governance models 
  • Action: Introduced change champions, agile governance structures, and clear performance metrics to drive accountability. 
  • Result: Enhanced governance maturity, streamlined project execution, and sustained operational efficiency. 

• Securing executive sponsorship 
  • Action: Developed ROI-backed projections, conducted strategic leadership briefings, and embedded PMO-led advisory functions. 
  • Result: Strengthened leadership commitment, secured long-term funding, and aligned transformation with corporate objectives. 

• Training & capability building 
  • Action: Designed transition programs, interactive learning sessions, and competency frameworks to facilitate workforce adaptation. 
  • Result: Boosted employee confidence, minimised resistance, and accelerated digital adoption. 

• Elevating PMO thought leadership 
  • Action: Institutionalised best practices fostered cross-functional collaboration and positioned PMO as a strategic advisory hub. 
  • Result: Reinforced PMO credibility, fostered innovation, and drove long-term impact. 

• Mitigating common PMO challenges 
  • Action: Implemented structured change management, optimised resource allocation, and established adaptive methodologies. 
  • Result: Minimised disruptions, improved project success rates, and ensured long-term sustainability. 

Through structured execution, the organisation transitioned from hesitancy to active adoption, accelerating PMO maturity. 

Why this approach works 

Traditional change management initiatives often rely on anecdotal feedback, leading to bias, resistance misinterpretation, and reactive decisions. At D6, our data-driven PMO maturity assessment eliminates these challenges by providing quantifiable insights, enabling leaders to make informed, strategic decisions. 

By leveraging employee sentiment analysis, industry benchmarking, and resource utilisation metrics, we helped the organisation shift from resistance to resilience. This results in targeted strategies, stronger alignment and a more agile and confident PMO equipped to lead transformation efforts. 

Outcome: A Future-Ready PMO  

The financial organisation successfully evolved into a mature PMO, with measurable improvements across key areas: 

• Increase engagement across stakeholder groups. 

• Improved operational efficiency through automation. 

• Stronger governance with clearer accountability and transparency. 

Final thoughts 

Resistance to change is one of the biggest hurdles in PMO maturity, but it doesn’t have to derail your digital transformation initiatives. With the right data, structure and engagement, organisations can help build maturity, align leadership and enable lasting change. 

If you are looking to elevate your PMO’s impact, please contact our D6 Consulting team at info@d6.com.au.